Showing papers on "Job embeddedness published in 2020"

The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions: An empirical investigation

Abstract: The purpose of this study is to provide insights into the effect of servant leadership on turnover intentions. The authors investigate the mediating effects of perceived organizational support (POS), job embeddedness and job satisfaction on the relationship between servant leadership and turnover intentions. In doing so, the authors seek to make the following contributions. First, the authors seek to provide additional empirical evidence for servant leadership as an effective organizational theory. Additionally, the authors seek to establish POS, embeddedness and job satisfaction as underlying mechanisms that transmit the positive effects of servant leadership.,The data were collected from a paper and pencil survey questionnaire provided to employees of different organizations in a metropolitan area in the southeastern United States. The sample consisted of 150 participants; complete (listwise) data were available for 115 participants.,The study shows that POS and embeddedness are mediating mechanisms through which servant leadership is related to employee turnover intentions. The authors found POS and job embeddedness to be significant mediating constructs which help explain the nature of the relationship between servant leadership and turnover intentions.,By investigating these constructs in the present framework, we help to provide answers to the questions of how and why servant leadership affects employee outcomes. These answers are an important step towards more fully understanding the complex ways by which followers respond to servant leadership.

Transformational leadership, career adaptability, job embeddedness and perceived career success: a serial mediation model

Abstract: Based on career construction theory and job embeddedness theory, the aim of the present study is to give insights into the interplay between transformational leadership and perceived career success by examining the indirect effects through serial mediation of career adaptability and job embeddedness, respectively.,A quantitative approach was used for this study. Data were gathered from 469 nurses working in government hospitals in Saudi Arabia. Hypotheses were tested using structural equation modeling.,The results show that transformational leaders enhance perceived career success. Moreover, the relationship between transformational leadership and perceived career success is serially mediated by career adaptability and job embeddedness.,The role of leadership in promoting employee's perceived career success has been seldom studied in the literature. This is the first study of its kind to examine the effect of transformational leadership on nurses' perceived career success along with the mediating roles of career adaptability and job embeddedness.

The influence of self-leadership strategies, psychological resources, and job embeddedness on work engagement in the banking industry:

Abstract: This study used a model to determine the combined effect of psychological resources, self-leadership strategies, and job embeddedness on work engagement for employees in the banking sector. A descr...

Influence of Ethical Leadership in Managing Human Resources in Construction Companies

Abstract: Construction companies are often notorious for high employee turnover and antisocial behavior. In a hazardous work environment, arduous scheduling tasks, unethical supervision, and working ...

Why small tourism enterprises behave responsibly: using job embeddedness and place attachment to predict corporate social responsibility activities

Abstract: Corporate social responsibility (CSR) decisions of small tourism entrepreneurs have received limited attention from existing studies. This study applies the management concept of ‘job embeddedness’...

Sustainable Relationship Development between Hotel Company and Its Employees: Linking Job Embeddedness, Job Satisfaction, Self-Efficacy, Job Performance, Work Engagement, and Turnover

Abstract: This study aimed to investigate the impact of hotel employees’ perceived job embeddedness on job satisfaction, self-efficacy, turnover intention, job performance, and job commitment. The results showed that job embeddedness partially increased job satisfaction, while job satisfaction and self-efficacy reduced turnover intention and increased job performance and job commitment. Furthermore, job satisfaction and self-efficacy were found to play an important mediating role. Therefore, the theoretical framework, based on the results of this study, clearly demonstrated the causal relationship between the given variables, and adequately describes the goals of this study. The theoretical/practical implications are discussed in detail in the conclusion.

Psychological Diversity Climate, Organizational Embeddedness, and Turnover Intentions: A Conservation of Resources Perspective:

Abstract: The hospitality workforce is the most diverse in the United States. Given this fact, a growing body of research has sought to investigate the effects of employee perceptions of their organization’s...

Essentials of Job Attitudes and Other Workplace Psychological Constructs

Abstract: This introductory chapter positions the Essentials of Job Attitudes and Other Workplace Psychological Constructs book. We used SIOP’s (2016) Guidelines for Education and Training in Industrial-Organizational Psychology: Attitude Theory, Measurement, and Change to select the topics included in this book—attitude theory, organizational justice, perceived organizational support, organizational identity, job involvement, commitment, job embeddedness, job satisfaction, employee engagement, and team-based attitudes. We note the challenges in providing a thorough review of this literature. Then we define job attitudes and other workplace psychological constructs and discuss why they are important. We end with an overview of the subsequent chapters.

Retaining nurses in a changing health care environment: The role of job embeddedness and self-efficacy.

Abstract: Background Because nurses are on the front lines of care delivery, they are subject to frequent changes to their work practices. This change-laden environment puts nurses at higher risk for turnover. Given the frequent disruption to the way nurses perform their jobs, change-related self-efficacy (CSE), or confidence that one can handle change, may be vital to their retention. Purpose The purpose of this article is to examine the roles of CSE and job embeddedness in reducing turnover intentions among nurses. Specifically, this article tests a model in which CSE is the intervening mechanism through which job embeddedness influences turnover intentions. Methods Drawing on a sample of 207 nurses working in the medical/surgical unit of a major metropolitan hospital in the United States, this study employs OLS regression to test for direct effects of job embeddedness and CSE on turnover intentions and bias-corrected bootstrapping to test for the indirect effects of job embeddedness on turnover intentions through CSE. Findings Results show that CSE is directly linked to turnover intentions, and the effects of job embeddedness on turnover intentions become fully manifest through CSE. Practice implications Improved nurse retention may lead to stable patient care and less disruption in service delivery. Improved retention also benefits health care organizations financially, as costs of replacing a nurse can exceed 100% of the salary for the position. Given the shortage of nurses in some geographic areas, retention remains an important goal.

The Impact of Moral Leadership on Construction Employees' Psychological Behaviors

Abstract: In construction companies, employee burnout rates and negative socioemotional behaviors (NSEBs) are severe problems for the management. Work-related problems are then visible in the employee's psychological behaviors and consequent outcomes. The literature on organizational behavior argues that moral leadership can evade burnout and NSEB. Following the arguments, this article attempts to examine the impact of moral leadership on the employee's burnout and NSEB through the mediating variables of job embeddedness, and distributive justice in the construction industry. By using the social exchange theory, this article analyzes the data of 302 employees from construction companies in Hong Kong to assess these relationships. The results showed a negative relationship between moral leadership and the construction employees’ burnout. This article provides construction companies and their managers with useful insights on the way the moral leadership mediate through job embeddedness and distributive justice to curtail the employees' burnout. The results of this article also motivate scholars to investigate the multidimensional role of moral leadership in their future research.

Linking abusive supervision to job embeddedness: The mediating role of perceived organizational support

Abstract: The present study examines the relationship between abusive supervision and job embeddedness. Specifically, this study tests a model linking abusive supervision to job embeddedness through perceived organizational support (POS). The model basically draws on social exchange theory and conservation of resources theory. By this model, we propose POS as an intermediary mechanism that mediates the abusive supervision-job embeddedness relationship. Data were collected from a variety of organizations in Turkey. The sample included 644 fulltime employees with at least one-year tenure. We tested our research hypotheses using structural equation modeling and bootstrapping. The results showed that POS fully mediates the relationship between abusive supervision and job embeddedness. Our findings give a deeper understanding of how abusive supervision is related to reduced job embeddedness through reduced POS. Furthermore, this study expands the existing research on the harmful consequences of abusive supervision by linking abusive supervision to job embeddedness, not previously studied. Our findings also indicate that abusive supervision and job embeddedness measures are valid constructs in the context of Turkey. Contributions, practical implications and limitations were discussed, and directions for future research were proposed.

Multifaceted Role of Job Embeddedness Within Organizations: Development of Sustainable Approach to Reducing Turnover Intention:

Abstract: This study aims to explore the significance of job embeddedness (JE) theory and practices to reducing employee turnover and then suggest future research directions It also reviews the systematic d

Organizational Justice and Performance of Hotel enterprises: Impact of Job Embeddedness

Abstract: This study was designed to verify the effects of organizational justice on the performance of hotel enterprises. In addition, it aimed to test the moderating role of job embeddedness. The data used...

Factors Affecting Staff Turnover of Young Academics: Job Embeddedness and Creative Work Performance in Higher Academic Institutions.

Abstract: Young academics have been facing a problem of high turnover rate due to missing links between the institutions' policies and the performance. This study explores the effect of job embeddedness and community embeddedness on creative work performance and intentions to leave of young teaching staff in academic institutions in Pakistan. In this study, 300 qualified young academics from public and private universities were selected as subjects and asked to complete a questionnaire. Data were collected via mail-survey. A variance-based structural equation model is employed to measure the path model. The results show that the fit-dimension of organizational- and community-embeddedness, along with the moderating effect of organization size and the availability of nearby alternative jobs have a significant impact on improving perceived creative performance and reducing staff turnover intentions. This study suggests that organizations should focus on organizational-fit and community-fit constructs in their nurturing strategies to embed young teachers in their academic institutions. This study also suggests that monetary rewards only are relatively ineffective to improve retention. Hence, public and private sector universities should facilitate meaningful contributions from young teachers in creative work and provide opportunities for social interactions and personal development.

'Should I stay or should I go now?': A qualitative study of why UK doctors retire.

Abstract: OBJECTIVES Health care delivery and education face critical potential shortages in the foreseeable future in terms of retaining doctors nearing the time of retirement - doctors who have experience-based knowledge to pass onto the next generation. Retirement decisions are driven by a combination of macro-related, job and individual factors. This is a constantly shifting space; findings from earlier studies do not always help us understand the retirement decisions of contemporary cohorts of doctors. To address these issues, and identify new knowledge to inform approaches to retaining expertise, we aimed to identify and explore what may keep an older doctor in the workforce ('stay') factors and ('go') factors that might prompt retirement. METHODS We invited doctors aged 50 years or over from diverse areas of Scotland to participate in qualitative, semi-structured interviews. Initial analysis of interview transcripts was inductive. The embeddedness theory of Mitchell et al encompassing the dimensions of 'link,' 'fit' and 'sacrifice,' was used for subsequent theory-driven analysis. RESULTS A total of 40 respondents participated. In terms of 'link,' retiring could feel like a loss when work links were positive, whereas the opposite was true when relationships were poor, or peers were retiring. Considering 'fit,' intrinsic job satisfaction was high but respondents had less confidence in their own abilities as they grew older. However, the data foregrounded the inverse of the notion of Mitchell et al's 'sacrifice'; for UK doctors, staying in work can involve sacrifice because of tax penalties, work intensity and arduous demands. CONCLUSIONS Retirement stay and go factors seem enmeshed in the cultural, social and economic structures of health care organisations and countries. Systems-level interventions that address ultimate causes, such as sufficient staffing, supportive systems, non-punitive taxation regimes and good working conditions are likely to be most effective in encouraging doctors to continue to contribute their knowledge and skills to the benefit of patients and learners.

Cyberloafing in public sector of developing countries: job embeddedness as a context

Abstract: PurposeThis study aims to investigate the possible negativity of job embeddedness in developing countries. Operationally, the study aimed to configure the relationship between job embeddedness and cyberloafing with respect to both contextual (job satisfaction) and individual (internet addiction) factors.Design/methodology/approachIncorporating the conservation of resources theory and reactance theory into the theory of job embeddedness, the present study adopted a resource-based approach to job embeddedness to examine its main and moderated effects on cyberloafing in a three-way interaction model. With the focus on public organizations, 500 administrative employees from an Iranian university were surveyed using self-reporting measures, and the collected data were analyzed using partial least squares–structural equation modeling and hierarchical moderated multiple regression.FindingsAs predicted, job embeddedness was positively associated with cyberloafing; however, in contrast with predictions, job satisfaction had no inverse impact on the job embeddedness–cyberloafing relationship, and its role was limited to neutralizing the increasing effect of internet addiction.Practical implicationsConsideration should be given to how job embeddedness interacts with contextual and individual moderators to affect cyberloafing. In particular, this study implicated some practical procedures to provide employees with on- and off-the-job resources and avoid fighting over the organization's resources. Additionally, this study provides insights into embeddedness-satisfaction interplay to provide employees with propitious work conditions in line with organizational productivity.Originality/valueThere is little research on the association between job embeddedness and counterproductive work behaviors, and the findings are inconsistent. A review of the literature revealed no study addressing cyberloafing implications of job embeddedness. This study expands the literature by theoretically and empirically correlating job embeddedness and cyberloafing in a non-western developing country. Accordingly, the significance of this study is its capability in mitigating cyberloafing behaviors by promoting the adverse job embeddedness.

A moderated mediation model for the relationship between inclusive leadership and job embeddedness

Abstract: This study aimed to examine the effect of inclusive leadership (IL) on job embeddedness (JE) by developing a moderated mediation model. The model focuses on the mediating role of the organizational identification (OID) that underpins the relationship between IL and JE, as well as the moderating influence of person–supervisor fit (P–S fit) on the mediation.,Data were collected from 364 employees working in 25 five-star hotels in Hurghada, Egypt. Statistical methods such as hierarchical regression, correlation analysis and a bootstrapping test were used to analyze the data.,The results indicated that OID fully mediated the positive relationship between IL and JE. It also found that P–S fit moderated the mediated relationship between IL and JE via OID. This resulted in the mediated relationship becoming stronger for employees who perceive higher P–S fit rather than who perceive lower P–S fit with their leaders.,This study is the first to consider the effect of OID (a mediator) on the relationship between IL and JE. It also extends our understanding of the mechanism linking IL and JE by testing the mediating influence of OID and the moderating influence of P–S fit.

Studying the effects of future-oriented factors and turnover when threatened

Abstract: This study aims to examine the nascent stream of literature connecting grit and protean career orientation to job attitudes, turnover intentions and job embeddedness and how job insecurity moderates the aforementioned associations.,Based on the threat-rigidity hypothesis and self-determination theory, a series of hypotheses were developed and tested among 1,151 current employees in the hotel/lodging industry in the USA. Structural equation modeling was used to analyze the data and explain the results.,Job insecurity played a key moderating role between the lower-order dimensions of grit and the outcome variables, but not with protean career orientation. Specifically, passion and perseverance were associated with job attitudes and turnover intentions differently, questioning the validity of grit as a higher-order construct.,The study explains how the lower-order dimensions of grit explain turnover and job embeddedness while also suggesting that the validity of grit as a higher-order construct needs to be further examined. The results of this study also may advise managers on how to recruit new hires that will remain with their organizations for the long run.

The antecedents of job embeddedness and their effects on cyberloafing among employees of public universities in eastern Iran

Abstract: Purpose - To perceive the reasons for misusing the internet at work, an activity known as cyberloafing, efforts were made to find a new approach to reduce this negative behavior among employees. Thus, this study aims to identify the antecedents of job embeddedness (JE) and their effects on cyberloafing among the employees of public universities in eastern Iran. Design/methodology/approach - To this end, the antecedents of JE were first extracted by reviewing the literature in this regard. In the next step, the opinions of the expert team were taken into account to select five variables. Subsequently, the conceptual model and hypotheses were presented and tested through structural equation modeling. A 57-item questionnaire was then distributed among the employees of eastern Iranian universities, who were selected through random stratified sampling. Finally, the data collected from of 510 questionnaires were analyzed. Findings - According to the findings, it can be argued that JE with its five antecedents of family support, work support, job flexibility, work practices and task significance is able to significantly reduce cyberloafing. Moreover, the full mediating role of JE was confirmed. Originality/value - Cyberloafing is a term describing the actions of employees who use their internet access at work for personal purposes pretending to do legitimate work. It has been turned into a serious challenge in developing countries such as Iran. It is, therefore vital to identify its factors and antecedents to diminish the counterproductive behavior in the workplace.

Can Job-Embedded Employees Be Satisfied? The Role of Job Crafting and Goal-Striving Orientations

Abstract: This study investigates the effects of job embeddedness on employee job crafting and job satisfaction. Based on goal-striving orientations, we propose a moderated mediation model with job crafting as the mediator of the linkage between job embeddedness and job satisfaction, and with three goal-striving orientations (accomplishment striving, status striving, and communion striving) as the moderators. We tested our hypotheses using a two-phase survey, with data collected from 138 employees from various industries in southern China. The theoretical and practical implications of our findings are discussed.

Findings From a Longitudinal Qualitative Study of Child Protection Social Workers’ Retention: Job Embeddedness, Professional Confidence and Staying Narratives

Abstract: The retention of social workers in child protection and welfare is an ongoing concern in many countries. While our knowledge based on the turnover of child protection and welfare social workers is growing, much less is known about ‘stayers’—those who undertake this work for over 10+ years. This article draws on the data gathered over a decade in Ireland on these social workers. The article addresses three questions: (i) What can we learn from social workers with 10+ years’ experience of child protection and welfare about their retention? (ii) Does job embeddedness theory help explain their choices to stay? (iii) Does the ‘career preference typology’ (Burns, 2011. British Journal of Social Work, 41(3), pp. 520–38) helps to explain social workers’ retention? The main findings are that if you can retain social workers beyond the 5-year point, their retention narrative intensifies, their embeddedness in the organisation and community strengthens and they have a stronger sense of professional confidence as they move out of the early professional stage. A surprising finding of this study was that nearly all of the social workers in this study had a staying narrative that changed little between their interviews a decade apart.

Testing a model of turnover intention: Lecturers at the University of Namibia

Abstract: Orientation: Institutions of higher learning lose talented academics to other educational institutions or organisations within Namibia and other countries. In order for higher educational institutions to achieve academic excellence, they need competent and satisfied lecturers. Research purpose: This study investigates the relationship between basic psychological need satisfaction, organisational commitment, job embeddedness, work engagement and turnover intention of lecturing staff. Motivation for the study: Academic institutions neglect to facilitate changes with the needed support, impacting negatively lecturers’ work-related attitudes and their intention to stay. Research approach/design and method: A questionnaire was used to collect the data, and estimates of reliability, confirmatory factor analyses, goodness-of-fit statistics, Pearson’s product–moment correlation and structural equation modelling (SEM) were applied to analyse the data ( n = 242). Main findings: Using SEM, four different paths were found in the model, which explained how the variables collectively impact turnover intention. Practical/managerial implications: Lecturers should be included in decision-making, should work in a pleasant working environment and be given training opportunities to develop. In order to ensure that institutions reach their goals, job satisfaction needs to be assessed regularly to ensure that lecturers are satisfied, committed and willing to contribute to the success of the organisation. Contribution/value-add: This study will add to the knowledge within Industrial/Organisational Psychology and guide interventions to retain lecturing staff at Namibian institutions of higher learning.

When embeddedness hurts: the moderating effects of job embeddedness on the relationships between work-to-family conflict and voluntary turnover, emotional exhaustion, guilt, and hostility

Abstract: Theory and research have focused mainly on negative aspects of work-to-family conflict (WFC) and positive aspects of job embeddedness on a range of outcomes. However, due to the lack of research in...

Job embeddedness of manufacturing SME employees in Indonesia

Abstract: The purpose of this paper is to explore the applicability of job embeddedness (JE) theory to employees in manufacturing SMEs in Central Java, Indonesia, and to qualitatively assess the transferability of the JE framework and its measure to these distinctive contexts.,Data were collected using semi-structured interviews with 42 employees from 13 SMEs. The JE framework informed development of the interview questions, which focussed on participants’ lived experiences. Thematic analysis of the textual data was conducted.,Distinctive characteristics of SMEs, such as resource constraints and managerial informality, and cultural factors influenced employees’ perceptions of the forces that embedded them in their jobs. For example, participants perceived the psychological costs associated with severing ties with co-workers as a more salient embedding force than the material costs associated with leaving a job. Additionally, lack of job fit was not an important turnover determinant, because work was perceived as a duty or obligation, rather than a personal choice.,The findings imply that the JE framework and its measure only partially explain why employees stay in manufacturing SMEs in Central Java. Accordingly, the original JE scale items would need to be significantly modified to accurately assess employees’ levels of embeddedness in Indonesian manufacturing SMEs.,Limited research has examined how SME owner-managers can retain key employees, particularly in Indonesia. This study contributes to an understanding of factors that embed employees in the cultural context of Indonesia and enhances our understanding of how JE theory operates in SMEs.